BLUF: I have been asked to accept a change in assignment that removes a significant portion of my current managerial responsibility. If I accept the change in position, should I continue O3s?
Background & details: I have been asked to fill a newly created quality assurance position being created within the department I currently "co-manage." A few years ago the department was spit into 2 groups, one reporting directly to me and the other to a department member promoted into a supervisory role, each of us reports to a VP. We are each responsible for management of our directs, their work, development and reviews. I am responsible for a few activities that affect both sets of directs; staff meetings and continuing education.
In September, I started O3s with my directs and the co-manager started weekly meetings with his directs. I share the MT method and podcasts with the co-manager but I am not sure if he uses it. I have recently started using the 4-step feedback model (initially only positive feedback). I have not yet rolled out any more of the MT trinity. The results have been positive; I have better relationships with my directs and the team appreciates feedback. One direct who is a good performer but very reserved in O3s has already expressed interest in adjusting feedback.
The new QA position has no directs in the traditional sense. The person who fills the role will be responsible for verification that quality standards are met for the whole department; verification that deliverables meet applicable technical standards, client standards and internal standards. This will be carved out of the manager's responsibility. The QA position also includes coaching employees in areas where it is evident additional skills are needed to meet QA standards and providing technical guidance when requested. The QA position does not include assigning work to the department members, nor does it include preparation of reviews, salary recommendations, or hiring decisions. These last items will remain with the manager.
If I accept the QA position, would it be appropriate to continue O3s? Since coaching is part of the role, I could make the case for having O3s with the entire department. But since the position has no directs, I could also make the case that O3s should be left to the manager. This 2nd option does not sit well with me, I would feel as though I would be abandoning my directs just when the process was starting to show results.
Thank you in advance for any guidance and insight that can be provided.